Comprometimento e entrincheiramento organizacional e suas relações com o engajamento no trabalho: um estudo com servidores técnico-administrativos do IFFAR - Campus Alegrete

Abstract

For a long time, it was considered that the employee committed to the organization would be the one who wanted to stay in it for a long time. Subsequently, it was noted that having only employees willing to remain in the organization for a long period of time was no longer sufficient in and of itself. It would also be necessary for this employee to be effectively engaged in the work and goals of the organization. However, not all employees who participate in an organization are in it because they do want to - some of them participate in a company's management because they need it. Employees who stay in an organization, not because they want to, but because they need it, can be said to be entrenched. The present research had as main objective to analyze the relation between the organizational commitment and ganizational entrenchment with the engagement in the work of the technical-administrative servants of the IFFAR - Campus Alegrete. The definition of commitment used was proposed by Mowday, Porter and Steers (1982), who have a conception of commitment as a construct composed of a single dimension, the affective dimension, where commitment was seen as the individual's sense of identification with the goals of the organization and the sincere desire to dedicate itself to the accomplishment of these objectives and to the permanence in the company. Organizational entrenchment was defined based on the proposal of Rodrigues (2009) and consists of an instrumental link that refers to workers who do not leave an organization due to a need to remain in it, either because they feel there are no other alternatives or because they believe that this exit would have a high cost. And engagement was defined as a positive and rewarding psychological state in relation to work, characterized by vigor, dedication and absorption, as proposed by Schaufeli, et al., (2002). For this research, a single, descriptive case study was conducted with quantitative approaches, and a questionnaire with closed questions was used to investigate levels of organizational impairment, organizational entrenchment, and engagement in work and its dimensions. The research was carried out with 79 TechnicalAdministrative servers. The results show a high level of compromise, medium o fentrenchment and of engagement in the work of the servers. Regarding the correlations, the results of this study showed a positive and significant correlation of commitment and engagement in the work, mainly with the dedication dimension, and with the entrenchment, the results showed a negative and significant correlation with the engagement in the work, being the most significant results with the dimension of alternatives limitations. With this result, it can be concluded that the employees that present a high level of organizational commitment, have a very high commitment to work, mainly a dedication in the accomplishment of their occupational activities. Already those servers that have a high level of entrenchment, have a low level of engagement in the work.